Expletives as solidarity signals in FTAs on the factory floor

Daly, Nicola; Holmes, Janet; Newton, Jonathan; Stubbe, Maria

doi:10.1016/j.pragma.2003.12.004

Cited by 130 publications

(94 citation statements)

References 21 publications

(26 reference statements)

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“…We also conducted extensive participant observation at the research sites and consulted organizational documents to obtain valuable insights into "participants' normal everyday patterns of interaction in their usual workplace contexts" (Daly et al 2004). Understanding the typical communication practices of participants (for example, whether they tend to be more or less direct or indirect when performing certain communicative acts) is crucial for the interpretation of this communicative act.…”

Section: Data Collection and Methodological Approachmentioning

confidence: 99%

“…Refusals are generally complex and potentially risky communicative acts as they may threaten interlocutors' face needs and challenge existing power relations and the status quo (Daly et al 2004). These issues are particularly relevant in a workplace context in which the dimensions of power and politeness are closely intertwined (Holmes and Stubbe 2003).…”

Section: Introductionmentioning

confidence: 99%

“…And yet, despite abundant research on refusals in a variety of contexts across cultures (e.g., Beebe et al 1990;Felix-Brasdefer 2006), there is very little research on refusals in workplaces, let alone multicultural workplaces (with the exception of Daly et al 2004). This is particularly surprising in the light of the increasing globalization and mobility of the workforce (Wong et al 2007).…”

Section: Introductionmentioning

confidence: 99%

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“I can't remember them ever not doing whatI tell them!”: Negotiating face and power relations in ‘upward’ refusals in multicultural workplaces in Hong Kong

Schnurr¹,

Zayts²

2013

Intercultural Pragmatics

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Original citation:Schnurr, Stephanie and Zayts, Olga. (2013) "I can't remember them ever not doing what I tell them!": Negotiating face and power relations in 'upward' refusals in multicultural workplaces in Hong Kong. Intercultural Pragmatics, Volume 10 (Number 4). pp. 593-616. Permanent WRAP url: http://wrap.warwick.ac.uk/58723 Copyright and reuse:The Warwick Research Archive Portal (WRAP) makes this work of researchers of the University of Warwick available open access under the following conditions. Copyright © and all moral rights to the version of the paper presented here belong to the individual author(s) and/or other copyright owners. To the extent reasonable and practicable the material made available in WRAP has been checked for eligibility before being made available.Copies of full items can be used for personal research or study, educational, or not-forprofit purposes without prior permission or charge. Provided that the authors, title and full bibliographic details are credited, a hyperlink and/or URL is given for the original metadata page and the content is not changed in any way. Publisher's statement:The final publication is available at www.degruyter.com http://dx.doi.org/10.1515/ip-2013-0028 A note on versions: The version presented here may differ from the published version or, version of record, if you wish to cite this item you are advised to consult the publisher's version. Please see the 'permanent WRAP url' above for details on accessing the published version and note that access may require a subscription. Despite abundant research on refusals in a variety of contexts across cultures, there are very few studies of multicultural workplaces. This is particularly surprising considering that refusals have been described as a frequent " 'sticking point' in cross-cultural communication" (Beebe et al. 1990). This paper addresses this gap by drawing on more than 80 hours of authentic audio-and videorecorded spoken workplace discourse and a corpus of emails collected in multicultural workplaces in Hong Kong.Findings of this exploratory study indicate that refusals are complex communicative activities that are carefully negotiated among participants. We argue that in contrast to earlier studies, participants' socio-cultural backgrounds do not appear to be the main determining factor of how issues of face and power relations are negotiated in upward refusals. Rather, a range of other factors, including media of communication, normative ways of interacting in a workplace, the relationship between interlocutors, as well as the content of the refusal, are more relevant for explaining participants' communicative behavior.

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Section: Data Collection and Methodological Approachmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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“I can't remember them ever not doing whatI tell them!”: Negotiating face and power relations in ‘upward’ refusals in multicultural workplaces in Hong Kong

Schnurr¹,

Zayts²

2013

Intercultural Pragmatics

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“…teasing usually occurs among people who have established a relatively strong relationship (e.g. Hay 1994), especially in a workplace context (Daly et al 2004;Schnurr & Chan 2011)), but on the other hand, it may also function as a tool to display and enact power (Boxer & Cortés-Conde, 1997;Eisenberg, 1986;Schnurr 2009a). …”

Section: Teasingmentioning

confidence: 99%

Enacting and negotiating power relations through teasing in distributed leadership constellations

Choi

Schnurr

2016

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This paper explores how power relations are enacted and negotiated in the largely under-researched non-hierarchal leadership constellation of distributed leadership. Drawing on more than 300 hours of audio-recorded interactions of a corpus of interdisciplinary research group meetings, we analyse how members of a team that does not have an officially assigned leader or chair regularly draw on teasing thereby enacting and reflecting, as well as sometimes challenging existing power relations. Findings show that the highly ambiguous discursive strategy of teasing enables all members, regardless of their official role or position, to contribute to the team’s leadership performance. However, findings also show that although teasing has the potential to facilitate more collaborative approaches to leadership, the ways in which power is actually enacted in our data resembles more traditional hierarchical leadership constellations.

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“…potential issues relating to participants' perceptions and views on working with people from different socio-cultural backgrounds). We also conducted extensive participant observation at the research sites and consulted a range of organizational documents to obtain valuable insights into "participants' normal everyday patterns of interaction in their usual workplace contexts" (Daly et al, 2004).…”

Section: Datamentioning

confidence: 99%

Positioning oneself in relation to larger collectivities in expatriates’ workplace narratives

Schnurr¹,

Mieroop

Zayts

2014

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Original citation: Schnurr, Stephanie, 1975-, van de Mieroop, Dorien and Zayts, Olga. (2014) 'Positioning oneself in relation to larger collectivities in expatriates' workplace narratives. Narrative Inquiry, Volume 24 (Number 2). 386 -407. Permanent WRAP url:http://wrap.warwick.ac.uk/66831 Copyright and reuse:The Warwick Research Archive Portal (WRAP) makes this work of researchers of the University of Warwick available open access under the following conditions. Copyright © and all moral rights to the version of the paper presented here belong to the individual author(s) and/or other copyright owners. To the extent reasonable and practicable the material made available in WRAP has been checked for eligibility before being made available.Copies of full items can be used for personal research or study, educational, or not-forprofit purposes without prior permission or charge. Provided that the authors, title and full bibliographic details are credited, a hyperlink and/or URL is given for the original metadata page and the content is not changed in any way. This article aims to explore narratives as sites for identity construction by employing the concept of positioning to analyse some of the discursive processes through which identity construction is accomplished in institutional contexts. Our specific foci are i) the ways in which individuals position themselves in relation to larger collectivities in their narratives about being expatriates living and working in Hong Kong, and ii) how they construct their professional identities in the tension that may arise due to their membership in different social groups. Drawing on data from a corpus of interviews with professionals in multicultural workplaces in Hong Kong, we provide an in-depth analysis of two case studies of expatriates who take very different stances towards their company and the cultural groups with whom they interact, and who, as a consequence, construct remarkably different identities for themselves, the people they work with and also their organisation. Our analyses illustrate some of the intricate ways in which identities are closely intertwined with and feed off individuals' membership in different collectivities, which surfaces especially when zooming in on the different levels of positioning in the interviewees' narratives.

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Expletives as solidarity signals in FTAs on the factory floor

Cited by 130 publications

References 21 publications

“I can't remember them ever not doing whatI tell them!”: Negotiating face and power relations in ‘upward’ refusals in multicultural workplaces in Hong Kong

“I can't remember them ever not doing whatI tell them!”: Negotiating face and power relations in ‘upward’ refusals in multicultural workplaces in Hong Kong

Enacting and negotiating power relations through teasing in distributed leadership constellations

Positioning oneself in relation to larger collectivities in expatriates’ workplace narratives

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